During its first year, Collectively Diverse CIC delivered activities designed to improve inclusion, understanding of neurodiversity, mental wellbeing and psychological safety across workplaces, education, sport and the wider community. A significant area of activity was the development and delivery of the Champions for Difference programme. With grant funding, we delivered a pilot programme bringing together people from community and voluntary organisations to develop their knowledge, confidence and practical skills around neurodiversity, inclusion, belonging, psychological safety, trauma-informed practice, inclusive language and creating sustainable change. The programme was subsequently CPD Certified. We also delivered neuroinclusion training and consultancy to organisations and community groups, including work within sport, helping participants better understand neurodivergent experiences and identify practical ways to make their environments, communication and practice more inclusive. Our work benefited the community by increasing knowledge and confidence, supporting individuals and organisations to challenge barriers to inclusion, and encouraging practical changes that enable more people to participate, feel that they belong and thrive. During this first year we also invested in developing the organisation, building partnerships and creating resources and programmes that will enable Collectively Diverse CIC to extend its community benefit in future years.

Collectively Diverse CIC consulted with a range of stakeholders during its first year, including participants in our training and development programmes, community organisations, partner organisations and organisations commissioning our work. In particular, the Champions for Difference pilot was developed and delivered with ongoing stakeholder engagement. Participants represented a range of community and voluntary organisations and were invited to provide feedback throughout the programme and through formal evaluation. This included feedback on their learning, confidence, experience of the programme and how they intended to apply their learning within their organisations and communities. Feedback from participants and partner organisations was used to review and develop the programme, its content and delivery. The learning from the pilot also informed the continued development of Champions for Difference and our wider approach to supporting sustainable inclusive practice. Consultation also took place through discussions with organisations commissioning or participating in neuroinclusion training and consultancy. These conversations helped ensure that activities reflected the needs, contexts and experiences of the people and communities involved, rather than taking a one-size-fits-all approach. Stakeholder feedback continues to inform the development of Collectively Diverse CIC's services and its approach to creating environments in which more people can belong, participate and thrive.

During the financial year, director Elizabeth Day received remuneration of £8,005 for work undertaken on behalf of Collectively Diverse CIC. This included programme development, training delivery, project management, evaluation and other consultancy work. Payments were made for work undertaken and were recorded within the company's accounts as consultancy fees. The director also received reimbursement of legitimate business expenses paid personally on behalf of the company. These reimbursements were repayment of business expenses and were not included in the £8,005 remuneration figure.

No transfer of assets other than for full consideration